Hiring that starts on the org chart and ends in an onboarding plan.

Requisitions that write themselves from the seat you are filling, a pipeline you can drag, a careers page that publishes in one click, and outside recruiters who see only what you assigned them.

The problem it removes

A standalone ATS gives you a pipeline and nothing else. The requisition is typed from scratch. The hire is announced over email. Someone re-enters the new employee into a second system, and then a third. The information you captured about a candidate stops existing the day they accept.

What it does

• Requisitions created from an open seat, carrying the title, department, level, and required skills automatically.
• Configurable pipeline stages with drag-and-drop movement and a full stage history on every candidate.
• Candidate records with resume, screening answers, interview scores, and an internal notes thread.
• A public careers page — publish a requisition and it lists; applications create candidate records directly.
• Scoped vendor access: an assigned recruiter sees their requisitions and submits candidates, and cannot see salary ranges, internal notes, interview scores, or any other requisition.
• Automatic candidate status notifications at every stage change, all logged.

What it connects to

Moving a candidate to Hired does six things at once: fills the seat on the org chart, creates the employee record, links the reporting line, assigns the right onboarding plan dated from the start date, notifies the hiring manager, and writes the audit entry. That single drag is the seam where most companies lose a week and re-key a person into three systems.

Who uses it

Admins and managers run hiring. Assigned outside recruiters work in a scoped view. Candidates apply through the public page without an account.

See this module inside the full chain

The modules make more sense together than apart. Twenty minutes, end to end.

See a Live Demo